Good noon everyone.

First of all I would like to thank our honorable course instructor miss
tasnim rezoana tanim for giving us an opportunity to make our statements in favor of internal
recruitment of an organization.
So, what do we actually understand by internal recruitment? It refers to the identification and
attraction of job candidates from within a given organization. Instead of picking candidates from
the public, a company may decide to advertise a job vacancy and allow only members of the
existing staff to apply. When a business engages in internal recruitment, a current employee
might be reassigned to the new position by giving them either a promotion or an internal transfer.
There are many advantages of internal recruitment and I, Fahadul Alam, along with my group
members are going to point out some important ones.
Firstly, there is very less error in selecting a candidate internally. For example, if GP wants to
recruit someone for a managerial post, if the authority decides to select It internally, they can do
it by going through the previous performance analysis of the subordinates. It takes up less time
and cost. On the other hand, those who will apply from outside, will be needing advertisements,
written assessments, viva-voce and training. This takes up time and cost. Even though the outside
candidates meet the requirements provided by the recruiters from GP, the percentage of error is
less in internal recruitment rather than external recruitment.
Secondly, Internal recruitment improves employee morale. If recruited externally, it takes up
some time to cope up with the existing code of conducts of a certain organization. There is a
chance of mismatch in we think it practically. But an employee who has been working in the
organization for couple of years, is very much acquainted with the environment, culture and all
other relevant terms. He/She has the required experience as well. For their loyalty, if one is
promoted or shifted into a better place, the morale will increase by default, thus productivity will
be enhanced.
Lastly, internal recruitment will open doors for self development. The employee will know the
requirements for the designated post as he/she might have worked under the supervision of the
former post holder employee and have experience both ways. The employee knows both the
strengths and weaknesses. They can develop those skills if needed and avoid the things that have
been previously noted as wrongs. An external recruit will take up some time to cope up. The
work efficiency will increase by default if internal employee is selected. Ultimately, the company
will be benefitted more by having less time and money in training, advertising and more
efficiency in productivity and decision making.
To my conclusion, a survey has been conducted by the university of british Columbia in regards
to high employee turnover in Canada, shockingly the results came into 63% of the companies are
preferring to internal recruitment as most people are switching jobs every now and then because
there are so much opportunities created by globalization. The survey has a high chances of being
accurate as the external takes up a lot of time and money in advertising and training. So
companies are preferring mostly internal recruitment, if possible.